HR and Talent Acquisition Associate

What You’ll Own
Candidate Sourcing & Pipeline Building
Source qualified candidates through LinkedIn, job boards, databases, referrals, and other channels.
Proactively build and maintain talent pipelines for current and future hiring needs.
Identify candidates who meet both the technical requirements and cultural/behavioral expectations of the role.
Conduct targeted LinkedIn research rather than relying only on inbound applicants.
Continuously experiment with sourcing strategies to improve candidate quality and response rates.
Interview Pre-Screening
Conduct structured initial screening calls with candidates.
Evaluate candidates against defined role requirements, experience, communication, motivation, compensation expectations, availability, and overall fit.
For technical positions, understand technical requirements well enough to conduct an effective first-level technical screening and identify whether a candidate should progress to the technical interview.
For non-technical roles, assess functional experience, problem-solving ability, communication, ownership, and relevant behavioral competencies.
Prepare concise and objective candidate summaries for hiring managers.
Interview Scheduling & Coordination
Own the end-to-end interview scheduling process.
Coordinate calendars across candidates, recruiters, interviewers, and hiring managers.
Ensure interviews are scheduled quickly and accurately.
Proactively follow up on pending feedback and prevent candidates from getting stuck at any stage.
Maintain clear communication with candidates before, during, and after interviews.
Handle reschedules, cancellations, no-shows, and last-minute changes professionally.
Recruitment Process Ownership
Track every candidate through the recruitment funnel and maintain accurate ATS/CRM records.
Identify delays, bottlenecks, and drop-offs and take action without waiting for instructions.
Maintain regular communication with hiring managers regarding pipeline quality and hiring progress.
Follow up aggressively but professionally with candidates and stakeholders.
Ensure no qualified candidate is lost due to poor follow-up or coordination.
Support offer coordination and candidate closure when required.
Technical + Non-Technical Hiring
You should be comfortable recruiting across both technical and non-technical functions.
Experience hiring for roles such as:
Software / Technology
IT / Systems
Automation
Data / Analytics
Operations
Finance
Sales
Marketing
HR
Executive / Administrative
Customer Success
Business Development
You do not need to be a technical expert, but you must be capable of understanding a technical JD, asking intelligent screening questions, identifying relevant experience, and determining whether a candidate meets the basic requirements before moving them forward.

Work arrangement
Yes